Assessment of the Effects of Spiritual Leadership on Organizational Citizenship Behaviour and Organizational Commitment
DOI:
https://doi.org/10.47941/hrlj.2772Keywords:
Leadership, Spiritual Leadership, Organizational Citizenship Behaviour and CommitmentAbstract
Purpose: This study assesses the effects of spiritual leadership on organizational citizenship behaviour and organizational commitment. The objectives were to study the effects of spiritual leadership on organizational citizenship behaviour (OCB) as well as to analyse the impact of spiritual leadership on organizational commitment (OC). The objective of this study is to assess the effects of spiritual leadership on organizational citizenship behaviour in Universiti Kuala Lumpur Business School and MIIT all in Malaysia.
Methodology: Survey design was adopted. Data were collected through questionnaire. A sample size of 143 were used comprising of academic staff of Universiti Kuala Lumpur Business School and MIIT. Analysis was carried out using Pearson Moment and multiple regression method of statistical tool. This study found that there is a significant relationship between organizational citizenship behaviour and spiritual leadership.
Findings: It also revealed that there is a significant relationship between organizational commitment and spiritual leadership. Spiritual leadership creates congruence across the empowered team to foster increased level of productivity and performance. Based on the findings of this study, it recommended amongst others that the top management of UniKL in particular, and other universities in general, should review their employees’ organizational citizenship behaviour in order to increase the spiritual leadership style.
Unique Contribution to Theory, Policy and Practice: The study suggests that top management at universities like UniKL should review employees' organizational commitment and Behaviour (OCB) to enhance spiritual leadership. This will lead to better understanding, honesty and commitment, resulting in improved job performance, better relationships and acceptance of organizational objectives. The findings can be applied to other organizations striving for high leadership standards.
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